From averaged feedback to clear action points
When considering her options, Jessica Zwaan searched for a feedback tool that would:
- Present segmented feedback from team members showing how different groups of employees felt about a given topic.
- Give targeted feedback on topics that are core responsibilities of the People Team – instead of very broad feedback about employee sentiments.
“I had used some of the engagement tools that are out there, previously. There were things about them that I had questions on. It always felt like we were getting this kind of general feedback. “On average you’re doing so and so well on…”. That made it difficult to pinpoint how beneficial changes were going to be to certain people.”
Platypus solved those concerns for Jessica, because the core feature of asking employees about their key priorities beforehand, allows the People Team to:
- Ask questions directly to the topics that are most important to the team, and
- Segment survey results based on value ambassadors’ feedback vs. general feedback.
Pointed feedback on inclusion & diversity
Instead of asking employees to reflect on a broad range of more or less individually relevant topics, the People Team could focus their surveys on what they knew was important to the team.
Plus, when reviewing the data, the distinction between an average of all employees and the feedback from value ambassadors, provided much needed information about how big an impact any initiative would actually have.
This was especially useful when the company wanted to map out how they should work on inclusion and diversity:
“Every company is trying to solve diversity issues. But it’s hard to make changes if your survey data is based on an average of, for example 98%, of the organization who doesn’t care deeply about diversity. With input from the value ambassadors on this topic, we got clear direction on the problems that we need to solve.”
By seeing the value ambassadors’ evaluation and specific suggestions, the People Team got much clearer input for what they could do to improve inclusion. And just as importantly, sharing this data with the team provided a backdrop for communicating why this was a priority for the People Team to focus on.